GTI is a contract manufacturing partner supporting customers in renewable energy, power generation, infrastructure, and industrial systems.

We fabricate custom designed, purpose-built enclosures and skids for our customers and perform mechanical and electrical integration in-house, delivering a true turn-key product to our customers. Our scope spans Engineering, prototype builds, through full production, requiring teams that can move fast, adapt, and execute with precision.

Chief Human Resources Officer (CHRO)

GTI is hiring its first Chief Human Resources Officer, a new role created to give HR a permanent, dedicated seat on the Executive Leadership Team as the company scales toward a larger, multi-site organization. The CHRO will set enterprise-wide HR strategy and partner closely with GTI's HR Director, whose deep knowledge of GTI's people and operations is central to the function's success, to translate that strategy into execution across the business. This is a highly visible, hands-on executive role for a leader who wants to help shape a growing manufacturing company from the inside, not manage HR from a distance.

• Set and own the enterprise HR strategy, aligning people investments directly to GTI's growth, revenue, and margin targets
• Serve as a full member of the Executive Leadership Team, shaping business strategy and decisions beyond HR, not just executing on them
• Partner closely with the HR Director as a thought partner and advocate, supporting her priorities and development while holding ultimate accountability for enterprise HR, recruiting, and talent operations across every site
• Own executive talent management: executive hiring, onboarding, compensation design, performance, and succession planning for the ELT and site leadership
• Own organizational design for a scaling, multi-site manufacturing business
• Serve as the senior-most escalation point for high-risk employee relations, legal exposure, and material compliance matters, partnering directly with Legal and the CEO
• Own total rewards strategy company-wide: compensation philosophy, incentive design, and benefits strategy
• Own culture strategy at the enterprise level: evolve and protect GTI's five core values and "Together We Win" mantra as the company scales headcount and geography
• Support the growth of the HR function: HRIS and people analytics infrastructure, HR org design, and a scalable operating model across plants
• Report directly to the CEO on workforce health, organizational risk, and progress against people strategy

Requirements

• 15+ years of progressive HR leadership experience, including experience at a senior executive level (VP, SVP, or CHRO)
• 10+ years of that experience within a manufacturing environment operating across multiple locations
• Demonstrated experience building and scaling HR functions and teams within a fast-growing organization
• Proven track record advising CEOs and executive teams on organizational design, executive talent, and succession planning
• The CHRO must have deep expertise across the full HR discipline: compensation and total rewards, talent acquisition, employee relations, compliance, and organizational development
• Experience owning HR technology and analytics infrastructure (HRIS, ATS, people analytics) as a company scales
• Bachelor's degree required; advanced degree (MBA or related) or HR certification (SPHR, SHRM-SCP) preferred
• Strong executive presence and communication skills, with the ability to represent HR credibly to the CEO and across the leadership team
• CHRO candidates must have experience working across the full spectrum of a manufacturing workforce, including skilled trades (e.g. welders, electricians), professional and technical staff (e.g. engineers, administrative teams), and all other worker types found in a manufacturing environment
• Willingness and ability to travel regularly to GTI plant locations

Preferred Qualifications

• CHRO candidates should have experience in industrial manufacturing, energy, infrastructure, or a related capital-intensive sector
• Experience partnering with founders or owner-operators in a closely held company
• Track record of mentoring and developing high-potential HR leaders into expanded executive roles
• Experience building or evolving a company-wide values and culture framework at scale